Temporary Workers Employment Act of 9 July 2003 has been in force for 20 years. This period inclines to the assessment of this act. The assessment may be based, in particular, on amendments to the act introduced in that period. Some of them were aimed at a kind of promotion of this form of employment, but mainly they were aimed at providing temporary worker with protection adequate to their special legal status. Despite many amendments, the Act is not free from defects, and the scale of violations of its provisions is still large.

The provisions on the remote work, introduced to the Labour Code, have established many specific solutions in the field of health and safety. The article will attempt to classify them. The aim of the article is to analyze these provisions from the point of view of the principles of the health and safety law. The aim is to establish the justification for the existence of such regulations, their place in the health and safety law system, as well as the principles on the basis of which they should be applied.

Remote work is undoubtedly one of the most important new legal solutions adopted in labour law in connection with the COVID-19 pandemic. It is advisable to analyze the notion of remote work, as well as the relations between remote work and telework. It is also important to determine the place of the provisions concerning remote work in relation to other labour law regulations and within this branch of law. The main objective of remote work, namely "counteracting COVID-19", leads to its perception as an institution of labour protection law.